EMPLOYEE ENGAGEMENT AND PERFORMANCE MANAGEMENT
Much research in the business world has shown that workforce engagement is directly correlated with some positive organizational outcomes. (Gorman & Gorman, 2006) including the following:
- Maximize productivity
- Increased profitability
- Lower levels of sick leave use
- Fewer complaints of unfair treatment
- Less work time missed due to workplace injury or Illness
- Lower levels of attrition
- Higher levels of customer satisfaction
The employees who are well
recognized to performance management practices were also scored highly on
Employee Engagement (Wright et al., 2005). Most organizations identified that
importance of engaging and keeping main employees, and they make biggest efforts
in these areas. Past research found that performance management is the one
factor that influences performance Anitha, (2014). Effective leadership has
been associated with employee engagement (Zhang, 2014).
Employee appraisal system and Performance
evaluation is a very important to any organizational system (McKenna, Richardson and Manroop, 2011).
Performance is described by Lebas (1995) as “the results for future successful implementation of
actions in order to reach the objectives and organizational targets”.
Human capital is an
important asset to the business that can gives long-term success (Handa &
Gulati, (2014). Furthermore, businesses are gaining increased interest in using
employees to gain a competitive advantage (Noe, Hollenbeck, (2008,).
Figure 1
Source - IES Survey (2003)
As shown the figure
1.0 give a pointer to an engaged employees’ attention to organizations aspects
to maximize the organizational goals.
References
Anitha J. (2014). Determinants of employee engagement and their impact on employee performance.
Handa, M., & Gulati, A. (2014). Employee engagement: Does individual personality matter.
IES Survey,( 2003). Characteristics of employee engagement.
Lebas, M.J. (1995). Performance Measurement and Performance Management’,International Journal of Production.
Well-written article Upeksha, According to Baird (1986), performance is a directed action (in the sense that a verb should express it); some consider that the performance would be perceived as an event. However, most times, the word “performance” refers either to action (obtaining performance) or event (results) or in many cases, it refers to both cases. The Employee Performance appraisal is critical when maintaining employees aligned with individual goals and the company’s overall goals (Harvard Business School Press, 2009). According to Coleman (2009), Implementing a Performance management system will not resolve or directly enhance any employee-related performance issues. The organisation must invest in resources to ensure that managers and other employees have the system responsible for the PMS.
ReplyDeleteThanx for the comment Nirmika. Strong performance management rests on the simple principle that " What gets measured gets done" In an ideal system , a business creates a cascade of metrics and targets, from its top level strategic objectives down to the daily activities of its frontline employees ( Raffaele Carpi,2017).
DeleteHi upeksha, agree with you, adding to your points, motivated employees brings lots of benefits to the organization and they are use their performance to affect the business efficiency and the success and sustainability of the Organization (Lorincova, Starcho, Hitka and Lipoldova, 2019 ).
ReplyDeleteThanx for the comment Dineth. Working with colleagues you respect who share the same common goals of creating high value for the organization and its customers (Alan Colquitt, 2020).
DeleteHi Upeksha, well written article and adding to that performance management processes can be used to define individual goals and responsibilities, offer feedback on performance and provide the basis for developing skills and planning career development. Further the organization can create a performance management system, its effectiveness will depend on the interest and competence of line managers (Armstrong & Taylor ,2014)
ReplyDeleteThanx for the comment Lakshan. Performance management's goal is to create an environment where people can perform to the best of their abilities and produce the highest quality work most effectively and efficiency (Carla Tardi,2021).
DeleteHello, Upeksha. According to Townsend (2017), growth and development can be attained by managers and employees devoting time to discussing career goals and developing a personal development plan that will aid in the development of the necessary knowledge, skills, and behaviors to reach those goals. As part of their annual performance appraisal, many organizations do this once a year.
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DeleteThanx for the comment Isuru. Companies use performance appraisals to give employees big picture feedback on their work and to justify pay increases and bonuses (Adam Hayes,2021).
DeleteAgree with you Upeksha. Furthermore, Many contemporary organizations are placing a greater emphasis on their performance management systems as a means of generating higher levels of job performance. producing performance increments may be best achieved by orienting the performance management system to promote employee engagement (Gorman, 2006).
ReplyDeleteThanx for the comment Dileep. Although many employers believe performance based pay structures motivate employees and encourage encourage positive attitudes, employees often feel that its puts too much pressure on work (Sean Peek,2021).
DeleteAnne F. 2017 further describes, when employees are not involved in work decisions that directly affect them, they often feel powerless, and their commitment to their work may decrease, they may also feel that their ideas are not respected or valued. In addition, by not involving employees in these decisions, leaders are not taking advantage of employees’ knowledge also employees are typically closer to the work than leaders are and can offer valuable perspectives and insights. Management should plan how they can encourage and use input from employees when changes are being considered.
ReplyDeleteThanx for the comment Ganith. High organizational performance is greatly facilitated when employees at all levels, including managers, are engaged (Anne Marrelli,2011).
DeleteHi Upeksha, Well explained and Added more to the content. According to (Robinson et al., 2004, p. xii) theory that attempts to increase levels of engagement are likely to be ineffective unless several factors are present in the organization: Good quality line management, Two‐way communication, Effective internal cooperation, A focus on development and Commitment to employee well‐being
ReplyDeleteThanx for the comment Thiloka. Employees have to believe their targets encourage meaningful achievement.. Frequently, however, the link between individual effort and company objectives is obscure or gets diluted as metrics and targets (Frederic Gascon, 2017).
DeleteWell written article Upeksha , adding to your points performance management is a continue process of identifying measuring and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization. Its five elements are agreement, measurement, feedback , positive reinforcement and dialogue (Aguinis,2005).
ReplyDeleteThank you for the comment Manoj. Performance management is not just a matter for HR. It is the concern of all leadership levels in an organization (Puja Lalwani,2020).
DeleteHi, nicely written, engagement is a feature of individual employees; it depends on factors external to the employee and individual competencies and characteristics. For example, an employee who is highly motivated and an excellent performer can quickly become disengaged and a mediocre performer if she begins to feel not valued (Marrelli,2011)
ReplyDeleteThank you for the comment Surangi. Set clear and measurable goals for your employees. Measure goals using quantifiable criteria wherever possible (Wroblewski,2021).
DeleteNice Blog! Want to have fun with your friends and colleagues? Online employee engagement company in India that helps you work well together and increase the productivity among employees. We will tell you about the most exciting activities for your team.
ReplyDelete